Is Your Company A Great Place to Work?Jul 07, 2022
The difference between an okay company and a great one is the investment it puts into its employees.
Training employees and contributing to their skills increase retention rates, risk mitigation, engagement, and innovation. The best training starts the day a new hire joins and continues throughout their time with the company.
Training comes in many different forms. Structurally they are distinguished as operational training or Human Resources (HR). These two are different but complementary when done correctly.
Unfortunately, some organizations mistake or replace operational training with HR. When this happens, it cracks a company's foundation.
Let's look at what makes a company's learning culture successful and how to improve yours.
Know The Difference Between Training and HR
HR is B2B internal people management that teaches new hires all they need to know to work safely, respectfully, and responsibly. HR covers required compliance training, workplace violence, workplace safety, anti-harassment, diversity, ethics, and data protection.
Operational training occurs after onboarding and is ongoing. It covers the actual systems and tools used in the workplace beyond requirements to help employees improve their performance and excel. Training can be B2B, but it can also be B2C.
As you can see, the two are pretty similar. They synergize well but are less effective if a company only has one or the other.
The best operational training has a strong liaison with both marketing and HR. If employees are required to take training they didn't ask for, they need to be sold on it. Marketing can help the training department motivate employees by making presentations engaging and sophisticated.
Don't Mistake Training for HR
Misinterpreting operational training for HR is an honest mistake because it can fall under HR. But while HR can offer some operational training, training should never replace HR.
Many businesses will hire a training manager and expect them to cover hiring, onboarding, and other HR-oriented tasks. But one person cannot be equipped to do both effectively and shouldn't even try. Frankly, it's a cheap way to do business.
Here's a personal example of why replacing HR with training is a bad idea:
I was hired to be the training manager and then asked to help terminate clients. It was incredibly awkward. Hiring and firing people is a role reserved for HR because it requires a whole different set of skills, legal knowledge, and qualifications.
Not investing in HR puts your training manager in a tough position, opens you to risk, and is disrespectful to clients and employees. Furthermore, not having proper management and training wastes money and potential talent.
Invest in Personal Growth
The saying "people don't want to work anymore" isn't entirely true. People don't want to work for crappy companies anymore.
According to a Forbes article, 92% of employees said they would stay in their current roles if their managers treated them with more empathy. People want to feel supported and valued in their roles, not taken advantage of.
Statistics show that people value learning and feel supported when the company offers opportunities to grow:
- 74% of workers are willing to learn new skills or re-train to remain employable
- 61% of adults seek career development opportunities when considering jobs
- 76% of millennials believe professional development opportunities are one of the most important aspects of company culture
Unfortunately, most companies don't meet these wishes.
- 1 in 3 employees says their organization's training is outdated, and 33% of workers say their current training doesn't meet their expectations.
- Over 40% of managers who oversee one to five employees report having no training at all.
- In 2020 the average midsized company in the United States spent $581 on each employee for training, while large companies cut their training budgets by 40% (Forbes).
Recognize the Value of People
The lack of proper training doesn't just hurt people. It hurts pockets. Organizations with poor onboarding processes are twice as likely to experience employee turnover.
It costs, on average, $4,000 to hire and onboard a new employee. Considering it takes 8-26 weeks to reach productivity, companies lose money on each new hire as they cost more than they earn for the company.
Retention rates are even worse in emerging industries like cannabis. Due to a lack of vetted training frameworks, 60% of employees don't last past the first two months, with only 14% holding on after three months.
If your onboarding process sucks and you're constantly re-hiring, you're bleeding.
On the other hand, companies that implement strong onboarding processes and learning cultures see an 82% increase in retention rates and a 70% boost in productivity (Forbes).
When businesses provide opportunities to grow and engage with their employees as people, they can also discover more talents they did not know about when they were initially hired.
If you make your company a stellar, supportive place to work, the right people will want to work for you.
Make Your Company A Great Place to Work
Going with what barely works is not fair to the employee, your company, or your industry.
Take time to assess your employee's training needs and find an effective solution to implement a learning strategy from start to finish. And keep in mind that today's learners and employees want their training to be simple, relevant, personalized, and flexible.
We live in an era where anyone can learn anything from a TikTok video. Who wants to sit through a boring workplace ethics seminar from the 90s?
To create a solution that hits these marks, register for my three-part process to structure your organization's training.
Subscribe to my email list and receive periodic tips, tricks, and downloadable assets. Neither of us have time for spam.